Safeguarding Policy. Reviewed by Samantha Hollins 12th March 2018 Next review due 12th March 2019 Version 3
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1 Safeguarding Policy Reviewed by Samantha Hollins Next review due 12th March 2019 Version 3
2 Contents Policy Statement 3 safeguarding: Lead and Deputy 4 Safeguarding Advisory Group 4 Centre-based Designated Safeguarding Lead and Deputy 4 Recruitment, Induction and Training 5 Confidentiality 5 Media 5 Appendix 1 DBS Disclosure Checks Policy 6
3 Policy Statement is fully committed to safeguarding and protecting the welfare of all children 1 and young people by taking all reasonable steps to protect them from neglect, physical, sexual or emotional harm. All staff will at all times show respect and understanding for the rights, safety and welfare of all children and young people with whom the organisation comes into contact, and conduct themselves in a way that reflects our principles. We operate from centres in the UK and France. We host school, youth, uniform and faith groups from within the UK and from overseas. We provide adventurous activity, curriculum based learning and English language tuition on a residential or day-programme basis. All s staff have a duty to safeguard and promote the welfare of children and young people. This also applies to third party delivery agents who we may at times employ. All of these groups should be familiar with our procedures, are expected to comply with them and have a duty to report any child protection or welfare concerns to the Designated Safeguarding Lead at the centre they are staying at. In line with our company values we will treat children with respect and celebrate children s achievements. Policy Objectives In support of this policy we will: Ensure that all staff are recruited according to current safer recruitment guidelines and receive training and supervision appropriate to their roles. Communicate to parents, children, our staff and others what our expectations are of their behaviour, and what they can expect in return. Provide information to parents 2, party leaders, children and our own staff to allow them to raise concerns or complaints about anything they may not be happy with. Maintain contacts with statutory child protection agencies to allow close liaison and joint working to the best possible standards. Ensure arrangements are in place to maintain the health and wellbeing of young people. Assess all risks that children may encounter and manage these accordingly, including risks relating to e-safety and radicalisation. Take a proactive approach to safeguarding which constantly reviews our practice and responds to issues promptly and competently. Ensure each site has a local arrangement document, including thresholds and criteria for action. Our policy applies to everyone and ensures that all children and young people have the same protection regardless of age, disability, gender, racial heritage, religious belief, sexual orientation or identity. This policy is subject to review on an annual basis, or sooner if changes to the company s circumstances or the legislative environment necessitate an earlier revision. If no change of policy is required, it is valid for two years from the date of authorisation. The annual review will be organised by the Policy Owner and take the form of a meeting between the Safeguarding Advisory Group personnel, including the Operations Director with a responsibility for child protection matters. This policy has been written to ensure our safeguarding arrangements comply with statutory requirements and current good practice, and pays particular regard to: The Children Act 1989 Protection of Freedom Act 2012 The Children Act 2004 Working Together to Safeguard Children April 2018 UN Convention on the Rights of the Child Keeping Children Safe in Education 2016 Data Protection Act 1998 Equality Act 2010 Sexual Offences Act 2003 The Social Services and Well-being (Wales) Act 2014 Carl Howells Operations Director Tim Gibson Group Chief Executive Officer 1 For the purposes of this policy, the terms children, child and young people refer to people under the age of In the context of this policy, parents is taken to also mean guardian(s) and all those with Parental Responsibility as defined by the Children s Act (2004).
4 Safeguarding: Lead and Deputy Our Lead for Safeguarding is: Carl Howells, Operations Director,, Tel No: Our Deputy Lead is: Susan Manners, Head of English,, Tel No: Our Policy holder is: Samantha Hollins, Head of HR,, Tel No: Their role is to: Oversee and ensure that our safeguarding policy and operating procedures manual are fully implemented. Ensure our safeguarding standards are communicated to all staff, via induction, centre first and annual refresher training. Ensure details are made available to all adults, children and parents/carers. Ensure all staff receive training in safeguarding, appropriate to their role. Ensure DBS (Disclosure and Barring Service) recruiting and reporting procedures are adhered to. Ensure accurate records are kept of all reported concerns. Ensure reports are made to the relevant agency in all cases where children are thought to be at risk. Safeguarding Advisory Group This Group represents a wide spectrum of areas within the business and an external consultant. Their role is to: Support and provide advice and assistance to the centre-based safeguarding lead Review on a quarterly basis all safeguarding reports and make recommendations to safeguarding leads, sharing best practice. Centre-based Designated Safeguarding Leads Their role is to: Receive information from staff, Party Leaders, and teachers, accompanying adults, children or parents who have safeguarding concerns and record it. Assess the information promptly and carefully, clarifying or obtaining more information about the matter as appropriate. Initially consult locally with a statutory child protection agency such as the Local Authority Children s Services (formally known as Social Services) to test out any doubts or uncertainty about the concerns as soon as possible. Further details of this role are shown on the DSL job description. Annually review the safeguarding policy and operating procedures manual Report incidents, learning & improvement plans to the Safeguarding Advisory Board. Provide Quality Assurance through regular audits. Make a formal referral to social care services or the police, if a crime has, or may have been committed, without delay. recognises that it is not the role of the organisation to investigate or to decide whether or not a child has been abused. To provide 24hr access to a Designated Safeguarding Lead on all centres. The number of DSLs per site is dependent on size with a minimum of three.
5 Recruitment, Induction and Training We have a clear recruitment, induction and training strategy. We follow safer recruitment best practice (see appendix 1). We have clear job descriptions, terms and conditions of employment, staff responsibilities and training programmes which identifies relevant procedures for each role. All new staff complete safeguarding training during their induction. This includes E-safety, the staff code of conduct, reporting systems and the role of the DSL. All new staff will have a probationary review within the third month of employment and will then be observed and appraised at regular intervals throughout their period of employment. The safeguarding training strategy, competencies, matrix and code of practice for training and qualification requirements for all employees, bench-marked against national standards, are outlined in the safeguarding operating procedures manual and the employee handbook. Confidentiality We have a clear policy about confidentiality and information sharing. We will ensure that accurate records are made, stored securely and only shared appropriately. We fully endorse the principle that the welfare of children and young people override any obligations of confidence we may hold to others. Individual cases will only be shared or discussed on a need to know basis. In very exceptional circumstances when someone is concerned that the company is not dealing with child safeguarding concerns appropriately (as per the open-door policy), or when the concern is about a DSL they should contact speakupspeakout@inspiring-learning.com or our safeguarding company lead Carl Howells, Operations Director. As a last resort they may contact Local Authority Children s Services, or the police if a crime has, or may have been committed. This is an action that is legally covered by whistle-blowing. Media When we involve children and young people with the media through sharing their experiences or opinions, we will be guided by our commitment to protecting children and young people from harm or exploitation. For further information please refer to our photography/ social media policy.
6 Appendix 1 DBS DISCLOSURE CHECKS POLICY In light of the changes to the process of obtaining disclosure checks for new employees and agency workers within the UK with the introduction of the single DBS scheme, where upon it is the individual who requests and receives the certificate not a registered body or company or school, it has been agreed by the Executive Directors of to follow the approach highlighted below. DBS Disclosure Checks Approach: 1. All new employees (and agency workers as necessary) within who require a DBS disclosure check will undergo an immediate Children s Barred Check (formally List 99) BEFORE they go to Centre. 2. All endeavours will be made to obtain a copy of a new employees DBS certificate, as soon as practicably possible. However, the Executive Directors accept that employees will at times be going to Centre BEFORE the company has received that employee s DBS certificate. 3. All endeavours will be made to obtain two written references for a new employee, as soon as practicably possible (including verbal references). However, the Executive Directors accept that employees will at times be going to Centre BEFORE the company has received that employees references. Whilst any returner (ex-employee) within a 12mth period will not be subject to further reference checks. This Policy should be read and applied in conjunction with the Safeguarding Policy and Procedures. The Policy will be maintained by Head of HR and will be reviewed by the Operations Director in accordance with the annual review procedure set out in the company Safeguarding Policy Statement. Signed: Tim Gibson Group Chief Executive Officer Signed: Carl Howells Operations Director
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